311. Proclamation of the President of the Court of Auditors concerning the Frauenförderungsplan of Auditors of 2012 and 2013
In accordance with section 11a, paragraph 1, of the federal equal treatment Act (B-GlBG), Federal Law Gazette No. 100/1993, as last amended by Federal Law Gazette I no. 153/2009, will be announced:
Table of contents
Style / article subject / name preamble 1 section representation status (as of December 31, 2011) § 1 representation of staff divided by sex, as well as use and function groups: comparison of male and female employees in the Court of Auditors § 2 representation of women § 3. used in the audit service § 4. representation of the functions in the Court of Auditors, taking into account the percentage of women in § 5.
Education and training § 6 applications § 7 working time regulation § 8 representation § 9 commissions and working groups 2. section representation of the ideal condition (long term) to eliminate the under-representation of women section 10.
3. section fluctuation, forecast including 2017 and binding specifications § 11 fluctuation and forecast § 12 targets of the Court of Auditors to increase the percentage of women in certain functions until 31 December 2013 in accordance with § 11a paragraph 3 B GlBG 4th section special mandatory affirmative action for women according to § 11a paragraph 3 B GlBG § 13 Organization § 14 recording and career advancement section 15.
Education and training § 16 return for full-time employees § 17 support of the compliance officer preamble
The Court of Auditors is committed to the principle of conditions of equivalence and gender equality, to the concerns of the advancement of women and the creation of positive and career of women and provides for the equality of the sexes. All employees and employees of the Court of Auditors have to work together on achieving the goals of gender equality.
Measures to promote women find their adequate precipitation in the Court of Auditors in the staffing and organizational development. The Court of Auditors is aiming for a balance of gender, particularly in the managerial. Any form of discriminatory action or behaviour towards women is against. These measures are in particular by all persons in management positions in the Court of Auditors to share.
That was regulated rate of women in § 11 para. 2 B GlBG with Federal Law Gazette I no. 153/2009 by 40% to 45% increase. With Federal Law Gazette I no. 140/2011 learns the women rate a further increase to 50%, which will impact due to its entry into force as of January 1, 2012, the next woman promotion plan.
The Court of Auditors has a women's quota in 2011 with 313 employees and employees a total of 42.5%. In the test personnel, comprised of persons in the use of Group A1 and A2, the % proportion of women has grown since the Frauenförderungsplan (by 11.5% to 34.1%) 1994/1995 on three times.
Representation status (as of December 31, 2011)
Representation of staff broken down by gender, as well as use and function groups: comparison of male and female employees in the Court of Auditors
§ 1. The women and men share in the use of Group A1 to A7 is as follows:
Proportion of women
% Share of total
Representation of women
§ 2. As from the comparison, the rate of women under 45% is in particular at the use groups A1 and A2. There is a 32,02% 33,18% and in the use of Group A2 39,02% 42,42% increase in the use of Group A1 towards the Frauenförderungsplan 2010/2011.
Used in the audit service
§ 3. The core tasks of the Court of Auditors are testing and building on the advice. Therefore the proportion of women in the testing service is represented in the following separately.
313 staff employed in the Court of Auditors, 252 in the validator Service involved; 86 Examiners (34,13%) 166 Auditors (65,87%) face (woman promotion plan 2010/2011: 32,92% and 67,08% respectively).
The following table shows the development of women in the inspection service, and in particular to the steady increase of women and to point out is that the rate of women in the testing service has tripled since the submission of the Mrs promotion plan 1994-1995.
64,66% in the audit service involved 133 women employed by the Court of Auditors, of the 180 in the Court of Auditors, 92,22% were men, however, (woman promotion plan 2010/2011: 61,07% and 92,09%, respectively).
Representation of the functions in the Court of Auditors, taking into account the percentage of women
§ 4. The gender-specific occupation of the functions in the Court of Auditors is as follows:
(1) use category A1:
• Section: 1 women, 3 men; 1 vacant • delegate of the section line: 1 women, 3 men; 1 vacant • Department management: 8 women, 27 men. 1 vacant • delegation of Department and audit management and Department management: 17 women and 44 men. 6 vacant overall, there are thus in the A1 use Group 104 occupied (and 9 empty) functions; thereof 27 women are busy, 25.96% (women promotion plan 2010/2011: 27,52%).
(2) use category A2:
• Management of the library: 1 man (3) use of group A3:
• Line facility service: 1 man • management of General Office: 1 woman • management of administrative support posts of the sections: 5 women • delegation of administrative support posts of the sections: 3 women; 2 vacant total there are thus in the use Group A3 10 occupied (and 2 vacant) functions; subject are manned 9 women, 90% (women promotion plan 2010/2011: 90,91%).
Education and training
§ 5. In the period from 1 January 2010 to 31 December 2011 following course registrations and graduated from Seminary days for staff in the audit service recorded were:
Type of course
Seminar day attended by
Basic education (MBA)
Basic training (BKA)
Other courses (BKA)
This results in an average number of seminar days per participant 8.43 days and each participant 7.61 days (Frauenförderungsplan 2010/2011: 5.99 or 7.36 days).
§ 6. A total of 309 women 417 men, including 215 women and 351 men for the testing service, and 94 women and 66 men for other areas (central services) applied during the period from 1 January 2010 to 31 December 2011.
6 women and 8 men for the testing service and 1 woman for central services have been recorded. This corresponds to a share of the recordings of 42,86% women 57.14% men and share of shots of 100% women related to the central services related to the testing service.
Working time regulation
§ 7. The legal way to the flexible working time system is already implemented in the Court of Auditors and in some cases also in claim. It promotes the compatibility of family and career.
§ 8 women are indeed in the Court of Auditors in use groups A1 and A2 in accordance with § 11 B GlBG underrepresented, the success of efforts to attract women for the Court of Auditors, reflected however in the steady increase in the rate of women in the validator Service.
Commissions and working groups
§ 9. In the composition of the commissions, B GlBG pursuant to § 10 para 1 is on the ratio of female and male employees to take careful. The participation of women in the working groups is to allow. Women are represented in committees as follows:
• Recording Commission (6 women) • Disciplinary Commission at the Court of Auditors (4 women) • performance assessment Commission (3 women) • Commission for innovation (1 woman) • Ethics Commission (1 woman) • service examination Board (7 women) 2 section
Representation of the ideal condition (long term) to eliminate the under-representation of women
§ 10 (1) is to strive for a women's quota by 45% in the audit service. The target State would be achieved, if in testing service
• in the A1 use Group an increase of 73 to 99 women (+ 35,62%) and in the use of Group A2 an increase from 13 to 14 women (+ 10.77%) would be recorded.
(2) an approach to the women's quota by 45% in the range of functions will be possible only in the long term. This would be achieved, if
• 2 women head a section, • 2 women the Deputy Head of the section • 16 women as head of Department and • 30 women exercised the Deputy Head of a Department or the checking line.
(3) since the creation of woman promotion plan 1994-1995 an increase of level at examiners was in the testing service at 58, while the number of Auditors decreased to 50.
Fluctuation and forecast 2017 including binding targets
Fluctuation and forecast
§ 11 (1) fluctuation was created January 1, 2010 until December 31, 2011 with the target up including the year 2017 on the basis of the data obtained for the period where the following assumptions were based:
Officials eliminated from 1 January 2010 to 31 December 2011:
Termination of active service: conversion and retirement pursuant to sections 13, 14, 15, 15a, 15c, as well as sections 236 b to 236d of the official Service Act 1979 (BDG 1979)
Outlet in accordance with § 21 BDG 1979
Transfer in accordance with section 38 BDG 1979
Time expiration of fixed-term employment, mutual resolution, notice according to § 30 VBG 1979
(2) until the end of the year 2017 can be expected with further - reaching legal retirement age-induced - outlets by 7 men and 25 women, namely
(3) the Court of Auditors is interested in the vacancy on an increased application of women and expressing this this, that he especially invites women in its tender, to apply.
Targets of the Court of Auditors to increase the percentage of women in certain functions until 31 December 2013 in accordance with § 11a paragraph 3 B GlBG
§ 12. The Court of Auditors aspires to continue to reduce the under-representation of women and in the longer term to achieve compliance with the women's quota in all uses and functions, and sets the following binding targets to increase the proportion of women.
This binding specifications refer to women who are at least equally suitable as the best male (as of December 31, 2011).
Women share in %
binding targets in %
Department head delegate, audit and administration of Department of
Special binding affirmative action for women according to § 11a paragraph 3 B GlBG
The Court of Auditors section 13 (1) is committed to the principle of the equivalence of the work of woman and man, and of equal opportunities for all employees. All holders and holders of functions in the Court of Auditors have to go along with the necessary affirmative action.
(2) affirmative action are in the overall planning of staffing and organizational changes into account.
(3) the transparency of decision-making and the implementation of woman promotion bid is to ensure in particular by the following measures in the file:
1. the compliance officer is to include: •
When the issue of woman promotion plan, • organisational changes in the Court of Auditors, • in the composition of commissions and working groups, and • the survey of training needs.
2. the compliance officer has the right to the written observations before the intended implementation of the following staff: • in assessing tenders, • the competition of functions and function orders, • in the rejection of parental vacations and part-time employment of service workers • use changes by employees.
3. the compliance officer is to inform about following had personnel and organizational measures: • rejection by recording recruiters and record seekers, • end the trial use of employees, • rejection by staff to the education and training, • granting of parental leave holidays and use changes, • tender training seminars and • General personnel decisions regarding female employees in terms of on complying with the B GlBG.
Intake and career advancement
14. (1) the tender or notice posts to the occupation of and functions with the aim to attract women for the testing service in the Court of Auditors, in particular, must be made.
(2) after inclusion, the employees in the course of integration modules with the assistance of the compliance officer in the organisation of the Court of Auditors are to introduce.
(3) the professional rise of employees is by priority admission to external educational events, in particular to the management training to promote.
Education and training
§ 15. The education and training has to be based on the concept developed by the Court of Auditors. The concept governs the part-time off - and training of the employees and the employees of the Court of Auditors by the leadership development from the perspective of the advancement of women, creation of education, survey of training needs and individual advice.
Returning to full-time staff
§ 16 women is to offer any assistance to facilitate their re-entry into the profession. Especially the possibility to participate in the integration modules is them after her maternity leave to offer, representing a substantial part of the education and training concept.
Support the compliance officer
§ 17. The compliance officer is to support their missions to the B GlBG. The resources and information you are to to provide.